by Mark Martin
Perception is a fascinating thing. Once you’ve decided where someone belongs, it becomes hardcoded in your mindset and actions, limiting your ability to see them in any other light. When perceptions solidify, they begin to shape how we view others and, more importantly, how we engage with them. They blind us to alternative realities and narrow our thinking. In many situations, we overlook what’s most obvious because we default to the perception that is most comfortable or easiest to process.
But what happens when that perception is challenged or confronted? More often than not, it triggers a defensive response. People resist seeing beyond what they’ve accepted as the norm, and this resistance can close off opportunities for new insights, similarities, progress, and meaningful change. Whether consciously or unconsciously, we tend to stick to the narratives that feel familiar—because breaking out of those thought patterns requires effort, discomfort, self-reflection, and a willingness to admit that our own view needs decentering.
I encountered this recently during a conversation with a potential client. As we discussed the goals of UK BLACK TECH—a group dedicated to advancing Black tech innovators—the client quickly began categorising us into roles they were comfortable with.
“So, your focus is on getting young Black people into tech jobs?” they asked.
I replied, “Not exactly.”
“Then you’re helping Black communities become digitally literate?” they continued, expecting me to affirm their assumption.
Again, I replied, “Sort of, but that’s not quite the point.”
The client paused, clearly confused. “Well, what exactly are you trying to achieve?” they asked, searching for a neat box to put us in.
That’s when I realised they were trying to fit our work into a narrow, predefined narrative about what Black talent should be doing in tech. I decided to ask a different question.
“How many Black tech innovators do you see in the UK’s national supply chain? How many Black-founded startups are contributing to the country’s growth in the STEM sectors?”
The silence that followed spoke volumes. They hadn’t considered this. Their focus was on social support, not innovation. I could see the disconnect between what they expected from us and the broader impact we’re actually working toward. So, I continued, “The real issue isn’t just about helping Black communities enter tech fields. It’s about recognising that Black innovators are already here, ready to contribute to solving local, regional, and national challenges. The question is: Are we creating space for them to do so?”
The client looked thoughtful, but still seemed hesitant. “But isn’t your goal primarily about helping Black communities?” they asked.
I responded, “No, it’s about normalising the idea that talent can come from anywhere and contribute everywhere. It’s not just about tech jobs—it’s about the innovators who can drive change in industries, research and development, and entrepreneurship. The UK is missing out on that talent because we’re still looking at it through a limited lens.”
This conversation reminded me of my time as a computer science teacher. As someone who has spent years in both education and the tech industry, I’ve seen firsthand the potential that goes untapped when talent is boxed in by rigid perceptions. What I’ve witnessed in the classroom mirrors what’s happening on a much larger scale across the UK: we’re missing out on new discoveries, inventions, and patents—not because the talent isn’t there, but because we aren’t looking in the right places or not embracing their own interpretation of innovation.
I’ve worked with students who had brilliant ideas that didn’t fit into the mold of traditional subjects or school curriculums. Rather than let their ideas fade into the background, I created spaces (i.e. after school clubs) where they could explore and develop their concepts. Some of these students are now working in the very fields they were once passionate about. What’s clear is that when you give people the chance to innovate and break free from pre-set paths, the results can be astonishing.
Now, take that same principle and apply it to the UK’s tech and innovation ecosystem. We talk a lot about diversity in talent, but are we really giving everyone a seat at the table or the ability to change the presentation slides when it comes to shaping the future? Are we allowing innovators from all backgrounds to participate fully in the country’s supply chains, R&D, and high growth industries? Or are we limiting them to roles that fit an outdated perception of where they belong?
The question isn’t whether Black tech innovators or underrepresented talent can contribute—it’s why we aren’t creating more pathways for them to do so. Every time we overlook potential, we risk missing out on the next big breakthrough that could drive growth not just for a community, but for the entire nation.
This isn’t a call for guilt or even persuasion. We will lose the talent to emerging markets, other countries or other sectors.
It’s simply a statement of fact: we have a wealth of diverse talent in this country that is being underutilised. Imagine what could be discovered if we broadened our view of who gets to innovate. The UK’s future prosperity depends on recognising that untapped talent lies in every corner of society. By shifting our focus from where we expect innovation to come from to where it actually can come from, we open doors to endless possibilities.
We need to look beyond the labels, beyond the predefined boxes, and beyond our own comfort zones. Because while we’re busy trying to fit talent into old categories, we’re losing out on the chance to nurture the ideas, businesses, and technologies that will shape the future.
As a teacher, I know what happens when talent is given room to grow. Now imagine what the UK could accomplish if we did the same on a national scale.